Leveraging talent data is crucial to transform candidate interactions into meaningful and memorable experiences — which extends beyond external candidates to include internal mobility connections that drive valuable performance. Data-driven insights provide the foundation for informed decision-making, improved business performance, and higher-quality hires.
Symphony Talent’s panel of experts discussed how talent data can drive a personal approach and create a healthy talent acquisition ecosystem.
Watch the full, on-demand session:
Key takeaways:
Is the talent funnel still relevant?
The talent funnel remains relevant but has evolved into a non-linear path. Candidates now seek a relationship with their employer, emphasizing alignment with values and ways of working. Employers must focus on elevating their employer brand messages and employee value propositions (EVP) throughout the entire recruitment process. By broadening the perspective of the talent funnel and emphasizing alignment and experiences, organizations can deliver on candidate expectations.
How does data impact the talent acquisition lifecycle?
Data influences the talent acquisition lifecycle across four key stages: awareness, connection, qualification, and conversion. Technology solutions, such as adtech and martech, address awareness, connection, and conversion challenges. Leveraging data to fuel awareness and connection outcomes depends on a robust EVP built on constant interaction insights. Fueling better touchpoint experiences by revisiting and fine-tuning the talent marketing strategy based on data-driven insights is crucial.
What role will data privacy play in the future?
Data privacy is evolving, with users demanding more control over their data. Compliance with data privacy regulations will require organizations to transition to a first-party data approach. At Symphony Talent, we use first-party cookie data, which means your campaigns won’t miss a beat. Today, individuals willingly share information with brands when doing so translates into better digital experiences. By promising responsible data handling and delivering personalized content, organizations can leverage data to build trust and enhance digital experiences.
How do talent teams avoid data pitfalls?
Understanding available data and what is meaningful to your organization is crucial. By evaluating the entire talent funnel, including reach, awareness, and conversion, talent teams can not only identify what’s working well, but also areas for improvement. Additionally, focusing solely on the channel for outreach can limit your organization’s ability to form meaningful connections with right-fit talent. Instead, we recommend adopting a candidate strategy that leverages data to connect employers with talent as individuals, not just another data point. This level of personalization helps employers attract and engage with candidates on a deeper, more meaningful level, which translates to stronger relationships and higher-quality hires.
How does talent acquisition data build candidate relationships at scale?
Data plays a significant role in humanizing recruitment marketing and building strong relationships at scale. Data helps talent teams better understand candidates and employees, enabling a more personal connection. However, authenticity cannot be manufactured. Automation and technology assist in delivering personalized messaging at critical touchpoints, but investing in a genuine employer brand is vital. Data-driven strategies grounded in humanization and authenticity differentiate organizations and drive positive results.
Organizations can build better relationships and optimize their recruitment process by utilizing technology, establishing a robust EVP, respecting data privacy, and creating a healthy talent acquisition ecosystem.
Ready to learn more about harnessing the power of your talent acquisition data across the talent lifecycle? Let’s talk!
